Angus Glen Golf Club will notify its Employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process.
RECRUITMENT, ASSESSMENT OR SELECTION PROCESS
Angus Glen Golf Club will notify job applicants, when they are individually selected to participate further in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used.
If a selected applicant requests an accommodation, Angus Glen Golf Club will consult with the applicant and provide, or arrange for the provision of, a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
NOTICE TO SUCCESSFUL APPLICANTS
When making offers of employment, Angus Glen Golf Club will notify the successful applicant of its policies for accommodating Employees with disabilities.
INFORMING EMPLOYEES OF SUPPORTS
Angus Glen Golf Club will continue to inform its Employees of its policies (and any updates to those policies) used to support Employees with disabilities, including policies on the provision of job accommodations that take into account an Employee’s accessibility needs due to disability. This information will be provided to new Employees as soon as practicable after commencing employment.
ACCESSIBLE FORMATS AND COMMUNICATION SUPPORTS FOR EMPLOYEES
Upon the request of an Employee with a disability, Angus Glen Golf Club will consult with the Employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform his/her job, and information that is generally available to other Employees.
In determining the suitability of an accessible format or communication support, Angus Glen Golf Club will consult with the Employee making the request.
WORKPLACE EMERGENCY RESPONSE INFORMATION
Angus Glen Golf Club will provide individualized workplace emergency response information to Employees who have a disability, if the disability is such that the individualized information is necessary, and if Angus Glen Golf Club is aware of the need for accommodation due to the Employee’s disability. Angus Glen Golf Club will provide this information as soon as practicable after becoming aware of the need for accommodation.
Where the Employee requires assistance, Angus Glen Golf Club will, with the consent of the Employee, provide the workplace emergency response information to the person designated by Angus Glen Golf Club to provide assistance to the Employee.
Angus Glen Golf Club will review the individualized workplace emergency response information when the Employee moves to a different location in the organization, when the Employee’s overall accommodation needs or plans are reviewed.
DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS
Angus Glen Golf Club will maintain a written process for the development of documented individual accommodation plans for Employees with disabilities.
If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans.
In addition, the plans will include individualized workplace emergency response information (where required), and will identify any other accommodation that is to be provided.
RETURN TO WORK PROCESS
Angus Glen Golf Club maintains a documented return to work process for its Employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
The return to work process outlines the steps Angus Glen Golf Club will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.
This return to work process will not replace or override any other return to work process created by or under any other statute (i.e., the Workplace Safety Insurance Act, 1997).
PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT AND ADVANCEMENT AND REDEPLOYMENT
Angus Glen Golf Club will take into account the accessibility needs of Employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to Employees, or when redeploying Employees.